How Many Hours Can A 17-Year Old Work During School In Texas?

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How Many Hours Can A 17-Year Old Work During School In Texas
Can work no more than 8 hours in a day or 40 hours in a week when school is not in session. Can work no more than 3 hours in a day or 18 hours in a week when school is in session. Can work only between 7 a.m. and 7 p.m. during the school year.
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How many hours can a 17 year old student work in Texas?

Hours of Employment for 14- and 15-Year Olds – A child age 16 or 17 has no restrictions on the number of hours or times of day they may work. There are hour restrictions only for children ages 14 and 15, with separate state and federal laws that cover their work hours.
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Is 17 considered a minor in Texas?

Overview of Texas Legal Age Laws – Like many other states, Texas recognizes 18 as the “age of majority.” This is the age when residents are legally considered adults. Prior to that age, they are considered “minors.” Texas legal age laws also govern a minor’s eligibility for emancipation, legal capacity for signing a contract, or ability to consent to medical treatment.
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What is the longest a 17 year old can work?

Check the number of hours you should work – You shouldn’t usually be asked to work more than 40 hours a week or 8 hours a day. Your employer is allowed to ask you to work for longer in exceptional circumstances. They can only ask this if:

no one who’s 18 or over is available to do the work they need you because it’s suddenly busy or to keep the service running your education or training won’t be affected by the work

This might be, for example, if you work in a care home and there’s extra work because several residents are ill. If the adults who’d normally cover a shift are also ill, you can be asked to work. You’ll probably still be in education or training if you’re under 18 and don’t have the equivalent of 2 A-levels.

at college or school, full time or part time studying as part of your apprenticeship or traineeship

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Is it illegal to work 8 hours without a break Texas?

How Many Breaks Are Required Per Shift in Texas? – Since there are no Texas labor laws on breaks, there’s no requirement for a certain number of breaks during a 7- to 8-hour shift. That said, it’s common for workplaces to provide one 30-minute meal break and two 15-minute rest breaks in that time.
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Is it legal to work 7 days a week without a day off in Texas?

Work schedules are up to an employer to set and enforce, i.e., scheduling of employees is entirely within the employer’s control, and it is up to the employees to comply with the schedule that is given to them. With only extremely narrow exceptions relating to certain regulated industries or collective bargaining agreements, adults, as well as youths ages 16 or 17, may work, and/or may be required to work, unlimited hours each day (the only limits are employee morale, practical realities, and common sense in general).

One exception to the unlimited hours rule in Texas is for employees in the retail sector. A retail employer must allow full-time employees (defined in the following statute as those who work more than 30 hours in a week) at least one 24-hour period off in seven, i.e., each week, the employee must be allowed to have a day off.

See the following link for the statute in question: Section 52.001 of the Texas Labor Code. For an even narrower exception for employees who have been continuously employed with the same retail business since August 31, 1985, see Section 52.002, Another exception pertains to employers with 15 or more employees: due to religious discrimination laws, in the case of employees who do not want to work at a particular time for reasons related to observance of their religion, failure to allow reasonable time off for religious observances may potentially be considered an act of religious discrimination, unless the company can show that it would be an undue hardship to accommodate an employee’s need for time off for the religious observance.

The only exception is for nurses (RNs and LVNs) – under Texas Health and Safety Code Section 258.003, mandatory overtime for RNs and LVNs is permissible only in disaster and other emergency situations. For purposes of this law, “mandatory overtime” is defined as work time above and beyond the normal pre-scheduled shifts ( Section 258.002 ). Thus, while such a nurse can be required to work a schedule of 50 or more hours per week (with payment of overtime pay for any nurse who is non-exempt), they cannot be required to work beyond what they were told they would have to work, unless an emergency situation demands additional hours beyond the pre-scheduled shifts.

Under the employment at will doctrine, an employer can change an employee’s hours with or without notice. However, excessive application of flexible / just-in-time scheduling can lead to turnover – see below. No Texas or federal law requires advance notice of overtime or schedule changes, but as with most employee relations matters, it is a good idea to give as much advance notice as possible when informing employees of extra work or changes in their hours; sudden and adverse changes in hours, or burdensome overtime requirements announced with little or no notice, can under some circumstances amount to good cause connected with the work for an employee to resign, resulting in potential unemployment insurance eligibility for the employee who resigned.

Any such employee would have the burden of proving that a reasonable employee would have resigned under the circumstances, and in addition would have to show that they gave reasonable notice to the employer that they were so dissatisfied over the schedule change that they were considering resigning from the company.

When using scheduling software, try to avoid the downsides of flexible scheduling such as “clopenings” (i.e., the same employee works late, closes the store, and opens again a few hours later), insufficient notice of duty times (leading to unavoidable lateness), split shifts, burnout, distractions related to family concerns, and the like.

Although some states require what is known as “show-up pay” (a minimum amount that is paid to employees who show up for work, only to be sent home early or with no work at all), no Texas or federal law requires such a payment; however, it is best to express the employer’s policy on that issue clearly in a written policy, one way or the other.

For a sample policy regarding work schedules and compliance with company timekeeping procedures, click here,
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What is minimum wage in Texas?

Texas adopts the federal minimum wage rate. Effective July 24, 2009, the federal minimum wage is $7.25 per hour. The Texas Minimum Wage Act does not prohibit employees from bargaining collectively with their employers for a higher wage. With specified restrictions, employers may count tips and the value of meals and lodging toward minimum wage.
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What are the laws for 17 year olds in Texas?

Legal Age of Consent in the United States – STATE AGE OF CONSENT Alabama 16 : Age of consent is incredibly important in Alabama. An individual who is 19 years old or older has sexual contact with someone who is younger than 16 but older than 12 has committed sexual abuse.

  • Alaska 16 : Under the Alaska age of consent laws, it is second degree sexual abuse for someone aged 16 or older to engage in sexual penetration with an individual who is a) at least 3 years younger and b) aged 13, 14 or 15 years old.
  • Arizona 18 : In Arizona, statutory rape is consensual sexual or oral intercourse with an individual who is below Arizona’s age of consent.

The law suggests that those who are below Arizona’s age of consent, which is 18 years old, are unable to consent to sexual activity with an individual who is older than them. Arkansas 16 : Any person under the age of consent is deemed to be mentally incapable of consenting to sex.

Thus, if an adult has sex with a minor below the age of consent, the adult may be charged with statutory rape. In Arkansas, a person must be at least 16 years old in order to consent to sex. California 18 : The age of consent in California is 18. It is illegal for anyone to engage in sexual intercourse with a minor (someone under the age of 18), unless they are that person’s spouse.

Colorado 17 : Close-in-age: In Colorado, a person who is under 15 can legally consent to have sex with someone who is no more than 4 years older. Additionally, a person under 17 can legally consent to sex with a person who is no more than 10 years older.

  1. Connecticut 16 : Thus, instead of including force as a criminal element, theses crimes make it illegal for anyone to engage in sexual intercourse with anyone below a certain age, other than his spouse.
  2. The age of consent varies by state, with most states, including Connecticut, setting it at age 16.
  3. Delaware 18 : Having sex with someone under 18, if the offender is over 30, is also considered rape.

Compared to some other states, the penalties for violating Delaware’s age of consent laws are very harsh. A “typical” statutory rape offense could carry a prison sentence of 10 years. District of Columbia 16 : In the District of Columbia, the age of consent for sex is 16 years old.

  1. Unlike some other states, the District of Columbia does not have a separate law for homosexual conduct.
  2. Furthermore, the law is written in gender-neutral language, so it appears to apply equally to heterosexual as well as homosexual conduct.
  3. Florida 18 : Florida’s age of consent is 18, though the law contains a provision allowing 16- and 17-year-olds to consent to having sex with someone age 16 to 23.

To qualify for removal under “Romeo and Juliet,” the victim must have been at least 14 years old and the offender no more than four years older. Georgia 16 : In Georgia, the age of consent to engage in sex is 16. However, there can be no conviction for statutory rape in Georgia based only on the unsupported testimony of the victim.

  • There must be some additional evidence.
  • Hawaii 16 : In Hawaii, the legal age of consent to have sex is 16 years old.
  • However, there is a close in age exception that allows those who are 14 years or older to have sex with someone who is less than 5 years older.
  • Thus, a 14 year old cannot have sex with a 19 year old unless they are married.

Idaho 18 : Sexual intercourse with penetration with a female under the age of 16 amounts to rape under the Idaho law. Moreover, if the female is 16 or 17, and the male is 3 years older, that man has also committed rape. Under the Idaho system, if the victim is under 16, any sexual conduct will amount to lewd conduct.

Illinois 17 : The 16 year old is below the legal age of consent. In Illinois, when a person commits a sexual act with someone under the age of 17, but over the age of 13, and the person is less than 5 years older than the minor, he or she is guilty of criminal sexual abuse – even if both participants believed the sex was consensual.

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Indiana 16 : For years in Indiana, the age at which a person could legally consent to have sex was 16. But lawyers for young defendants accused of having sex with 14- and 15-year-olds now can pose a defense against charges of sexual misconduct with a minor.

  • Iowa 16 : In Iowa, the general age of consent to engage in sex is 16.
  • However, females may consent to sex at age 14 so long as their partner is no more than 5 years older.
  • Homosexual and Heterosexual Conduct.
  • Unlike some states, the Iowa age of consent law applies equally to both homosexual and heterosexual conduct.

Kansas 16 : In Kansas, the age of consent for sexual activity is 16. The age of consent refers to the age in which an individual has the mental capacity to consent to sex with another. This age is typically imposed for minors to protect them. Kentucky 16 : Rape in the Third Degree.

  • A person in Kentucky commits third degree rape by engaging in sexual intercourse when the other person is: under the age of 16 and the defendant is 21 years old or older.
  • Under the age of 18 and the defendant is 21 years old or older and is the victim’s foster parent, or.
  • Louisiana 17 : Misdemeanor carnal knowledge of a juvenile is sexual intercourse with consent between someone age 17 to 19 and someone age 15 to 17 when the difference in their ages is greater than two years.

Maine 16 : The age of sexual consent in Maine is 16 years old. This applies to both heterosexual and homosexual conduct.16, as the age of consent, is the age at which a person may legally consent to sex with another person aged 21 or older in Maine. Maryland 16 : In Maryland, persons aged between 14 and 16 may consent to sex as long as the other partner is not more than 4 years older.

Maryland’s age of consent law applies differently if the older partner is in a position of trust or authority over the younger partner. Massachusetts 16 : The justices based their ruling on a Massachusetts law that established the legal age of sexual consent as 16. The law states that so long as the sexual relationship is not otherwise “unlawful” or with a “chaste” individual, an adult may “entice” a minor age sixteen and older to engage in sexual intercourse.

Michigan 16 : In Michigan, the age of consent is 16, and people who engage in sexual activity with children who are underage may be convicted of statutory rape (also called criminal sexual conduct). Michigan’s laws also prohibit teachers from engaging in sex with students aged 16 or 17 years old.

  • Minnesota 16 : Regardless of the age of the perpetrator, it is always statutory rape in Minnesota if the victim is under the age of 13.
  • If the person under the age of consent is between 13 and 16 years old, they can legally consent to sex with someone that is less than 48 months (4 years) older than them.

Mississippi 16 : In Mississippi, people who engage in sexual activity with children under the state’s age of consent (16 years old) may be convicted of statutory rape or sexual battery. Missouri 17 : It is legal for a person to have sex with someone who is under the age of consent so long as both parties are at least 14 years old and under 21 years old.

However, if the defendant is 21 years old or older and the victim is under the age of 17, then it is second degree statutory rape or statutory sodomy. Montana 16 : Under Montana’s laws, rape is called “sexual intercourse without consent” and the crime includes statutory rape. A person who engages in sexual intercourse with a child under the age of 16 commits the crime of sexual intercourse without consent.

Nebraska 17 : The law prohibits an individual 18 years old and younger from being convicted of statutory rape. For example, if a 17 year old had consensual sex with a 15 year old it would not be considered statutory rape. Assuming that the victim is over the age of legal consent in Nebraska, consent may be a viable defense.

  1. Nevada 16 : Pursuant to NRS 200.364(5) the age of consent is 16 years old in Nevada.
  2. Accordingly, sexual conduct between the parties presently is legal.
  3. However, when the male was 19 and the female was 15 sexual conduct between the two constituted statutory sexual seduction (commonly known as statutory rape in most states).

New Hampshire 16 : The legal age of consent in New Hampshire is 16. It also applies when a person is in a position of authority over another and coerces that other person to engage in sexual contact with the actor or with him/herself in the actor’s presence.

  1. MYTH: Sexual assault is motivated by sexual desire.
  2. New Jersey 16 : In New Jersey, the age of consent for sexual conduct is 16 years old.
  3. This applies to both heterosexual and homosexual conduct.
  4. As a general matter, this means that a person who is 16 years old can generally consent to have sex with any adult, regardless of age.

New Mexico 17 : In New Mexico, the age of consent is 17 years old. If an adult (an individual over the age of 18) has sex with a minor between the ages of 13 and 16, the adult may be prosecuted for 4th degree criminal sexual penetration. New York 17 : In New York, the age of consent for sex is 17 years old.

This applies to men and women, and applies to both heterosexual and homosexual conduct. New York has allowances for minors who are below the age of consent but are close to the same age. This close-in-age exception exists because statutory rape laws are meant to prevent minors from being sexually exploited by adults.

It is not meant to punish individuals who are close in age for engaging in consensual, non-exploitative sexual conduct. North Carolina 16 : In North Carolina, the age of consent for sexual intercourse is 16 years old. However, there are some notable exceptions.

  • School Teacher: An employee of a school cannot have any sexual activity with any student at that school, unless they are married.
  • North Dakota 18 : In North Dakota, the age of consent for sexual intercourse is 18 years old.
  • This applies to both males and females, and to both heterosexual and homosexual conduct.

Violating age of consent laws is considered statutory rape. Ohio 16 : Sex with someone under the age of 16 in Ohio is presumptively statutory rape. Ohio’s age of consent law currently only applies to heterosexual sexual encounters. Oklahoma 16 : In Oklahoma, the age of consent is 16, and the law recognizes an age differential of two years.

  1. This means that no person can be convicted of rape or rape by instrumentation with anyone over the age of 14, with that person’s consent, unless the defendant was older than 18 at the time the sexual act occurred.
  2. Oregon 18 : In Oregon, the age of consent for sex is 18 years old.
  3. This applies to everyone; it applies to both men and women, and to both heterosexual and homosexual conduct.

Pennsylvania 16 : The age of consent in Pennsylvania is 16 years of age for statutory sexual assault and 18 years for corruption of minors. Teenagers aged 13, 14 and 15 may or may not be able to legally engage in sexual activity with partners who are less than 4 years older.

  1. Rhode Island 16 : In Rhode Island a person is guilty of statutory rape if he or she is over the age of eighteen (18) and the victim is between fourteen (14) years old and under the age of consent which is sixteen (16).
  2. South Carolina 16 : The legal age of consent in South Carolina is 16.
  3. However, individuals as young as 14 years old are able to consent to have sex with a partner who is 18 years old or younger.

Submitting to coercion, especially of an aggravated nature, is not consent. South Dakota 16 : If you’re over the age of 16 in South Dakota any consensual relationship is legal, but when it comes to child pornography it’s a different story. While a 16 year old is old enough to consent to a sexual relationship they could face a felony child pornography charge if they are caught sexting.

Tennessee 18 : Tennessee – Age of Consent. (a) Statutory rape is sexual penetration of a victim by the defendant or of the defendant by the victim when the victim is at least thirteen (13) but less than eighteen (18) years of age and the defendant is at least four (4) years older than the victim. Texas 17 : The age of consent in Texas is 17.

The minimum age is 14 with an age differential of 3 years; thus, those who are at least 14 years of age can legally have sex with those less than 3 years older. Utah 18 : For women, the age of consent in Utah is 16 years old. While for men, it is 18 years old.

  • However, for women between the ages of 16 and 18, there are some restrictions.
  • No person under the age of 18, male or female, can legally consent to sex with a person who is more than 10 years older than the minor.
  • Vermont 16 : The age of consent for sexual conduct in Vermont is 16 years old.
  • Vermont is among the very few states with a single age of consent.

Vermont also has what is referred to as a “close-in-age” law and a Romeo and Juliet exception. Virginia 18 : Individuals aged 17 or younger in Virginia are not legally able to consent to sexual activity, and such activity may result in prosecution for statutory rape.

  1. Virginia statutory rape law is violated when a person has consensual sexual intercourse with an individual under age 18.
  2. Washington 16 : In Washington State, the age of consent for sex is 16 years old.
  3. At this age, a person can consent to sex with any adult, regardless of the age difference between them.

Washington’s age of consent laws apply to both heterosexual and homosexual conduct. West Virginia 16 : West Virginia statutory rape law is violated when a person has consensual sexual intercourse with an individual under age 16, so long as the offender is more than 4 years older and not married to the victim.

  • Wisconsin 18 : Under Wisconsin law, the age of consent is 18.
  • Consensual sexual contact with a person 16 or 17 years of age is a “criminal offense,” albeit a misdemeanor only.
  • Wyoming 18 : The age of consent for sex is 16 years old for women, while it is 18 years old for men.
  • Having sex with a minor below the age of consent is known as statutory rape.

The age of consent law in Wyoming only specifically addresses heterosexual conduct.
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Can a 40 year old date a 17 year old in Texas?

Is it illegal to date a minor in Texas? – While it is not against the law for an adult to DATE a minor in Texas, it is illegal to have sex with someone who is 14 to 17-years-old if you are more than 3 years older then them, even if the sex is consensual. Breaking this law is considered statutory rape.
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Can you live on your own at 17 in Texas?

Emancipation of a Minor Child in Texas When I was a teenager, I was barely able to boil water and couldn’t do laundry. However, there are circumstances where teenagers are able to live separately from their parents. Starting at the age of 16 (the minimum age in Texas that a child may become emancipated without a court proceeding) consideration may be given by a court to a child’s request for emancipation.
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Can a 17 year old work in a bar UK?

Working in a restaurant or bar under 18 – You can serve alcohol in a restaurant if you’re 16 or 17 as long as the licence holder or bar manager has approved the sale. You may be restricted to selling alcohol in sealed containers (such as cans or bottles) in some areas.
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Is it legal to work over 12 hours a day UK?

Daily rest breaks – You are entitled to a rest period of at least 11 consecutive hours in each 24 hour working period. This time may be taken over two calendar days. Where this is not possible, you must be given “equivalent compensatory periods of rest” or “appropriate protection”.12 hour shifts are legal.
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Can you work at 13 UK?

During school holidays 13 to 14-year-olds are only allowed to work a maximum of 25 hours a week. This includes: a maximum of 5 hours on weekdays and Saturdays. a maximum of 2 hours on Sunday.
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Can I skip my lunch break in Texas?

Texas Law: No Meal or Rest Breaks Required – Some states require employers to provide a meal break, rest breaks, or both. Texas isn’t one of them, however. Employers in Texas must follow the federal rules explained above. In other words, although breaks are not required, employers must pay employees for time they spend working and for shorter breaks during the day.
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Can I refuse to take a lunch break in Texas?

Were You Forced to Work Through Your Meal Break? In Texas, there is no rule mandating meal or rest breaks. There is no federal mandate requiring them either. Because of this, paid and unpaid breaks are handled at the discretion of individual employers.
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Is a 30-minute lunch required by law in Texas?

Table of Meal Period Requirements Under State Law For Adult Employees in Private Sector California 4 ½ hour, if work is for more than 5 hours per day, except when workday will be completed in 6 hours or less and there is mutual employer/employee consent to waive meal period.

On-duty meal period counted as time worked and permitted only when nature of work prevents relief from all duties and there is written agreement between parties. Employee may revoke agreement at any time. An employer may not employ an employee for a work period of more than 10 hours per day without providing the employee with a second meal period of not less than 30 minutes, except that if the total hours worked is no more than 12 hours, the second meal period may be waived by mutual consent of the employer and employee only if the first meal period was not waived.

The Industrial Welfare Commission may adopt working condition orders permitting a meal period to start after 6 hours of work if the commission determines that the order is consistent with the health and welfare of the affected employees. Administratively issued Industrial Welfare Commission Orders, and California Labor Code section 512.

Uniform application to industries under 14 Orders, including agriculture and private household employment. Exempts employees in the wholesale baking industry who are subject to an Industrial Welfare Commission Wage Order and who are covered by a valid collective bargaining agreement that provides for a 35-hour workweek consisting of five 7-hour days, payment of 1 and ½ times the regular rate of pay for time worked in excess of 7 hours per day, and a rest period of not less than 10 minutes every 2 hours.

Exceptions apply to motion picture or broadcasting industries pursuant to Labor Code sections 512 and 226.7, and Industrial Welfare Commission Wage Orders 11 and 12. Colorado ½ hour if work shift exceeds 5 consecutive hours. On-duty meal period counted as time worked and permitted when nature of work prevents relief from all duties.

Administratively issued Wage Order for 4 industries Applicable to retail and service, food and beverage, commercial support service, and health and medical industries. Exempts administrative, executive/supervisor, professional, outside sales employees, elected officials and their staff, companions, casual babysitters, and domestic employees employed by households or family members to perform duties in private residences, property managers, interstate drivers, driver helpers, loaders or mechanics of motor carriers, taxi cab drivers, and bona fide volunteers.

Also exempt are: students employed by sororities, fraternities, college clubs, or dormitories, and students employed in a work experience study program and employees working in laundries of charitable institutions which pay no wages to workers and inmates, or patient workers who work in institutional laundries.

Connecticut ½ hour at some time after first 2 hours and before last 2 hours for employees who work 7½ consecutive hours or more. Statute Excludes certain professional employees certified by the State Board of Education, and any employer who provides 30 or more total minutes of paid rest or meal periods within each 7½ hour work period.

Meal period requirement does not alter or impair collective bargaining agreement in effect on 7/1/90, or prevent a different schedule by written employer/employee agreement. Labor Commissioner is directed to exempt by regulation any employer on a finding that compliance would be adverse to public safety, or that duties of a position can be performed only by one employee, or in continuous operations under specified conditions, or that employer employs less than 5 employees on a shift at a single place of business provided the exemption applies only to employees on such shift.

  • Delaware ½ hour, at some time, after first 2 hours and before the last 2 hours, for employees who work 7½ consecutive hours or more.
  • Statute Excludes certain professional employees certified by the State Board of Education, and workplaces covered by a collective bargaining agreement or other written employer/employee agreement providing otherwise.

Exemptions may also be granted where compliance would adversely affect public safety; only one employee may perform the duties of a position, an employer has fewer than five employees on a shift at a single place of business; or where the continuous nature of an employer’s operations requires employees to respond to urgent or unusual conditions at all times and the employees are compensated for their meal break periods.

An administrative penalty of up to $1,000 for each violation may be assessed an employer who discharges or discriminates against an employee for complaining or providing information to the Delaware Department of Labor pursuant to a violation of this requirement. Illinois At least 20 minutes, no later than 5 hours after the start of the work period, to employees who work 7 ½ continuous hours or more.

Each hotel room attendant – those persons who clean or put guest rooms in order in a hotel or other establishment licensed for transient occupancy – shall receive one 30-minute meal period in each workday in which they work at least seven hours. Statute Excludes employees whose meal periods are established by collective bargaining.

  • Different requirements apply to employees who monitor individuals with developmental disabilities and/or mental illness and certain private employees licensed under the Emergency Medical Services Systems Act.
  • Hotel room attendant rules apply only to an establishment located in a county with a population greater than three million.

Hotel room attendants may not be required to work during a break period. Break area must be provided with adequate seating and tables in a clean and comfortable environment. Clean drinking water must be provided without charge. Employer must keep complete and accurate records of the break periods.

Kentucky Reasonable off-duty period, ordinarily ½ hour but shorter period permitted under special conditions, between 3rd and 5th hour of work. Not counted as time worked. Coffee breaks and snack time not to be included in meal period. Statute and regulation Excludes employers subject to Federal Railway Labor Act.

Meal period requirement does not negate collective bargaining agreement or mutual agreement between employer and employee. Maine 30 minutes after 6 consecutive hours, except in cases of emergency. Statute Not applicable to places of employment where there are fewer than 3 employees on duty at any one time and the nature of the work allows those employees frequent paid breaks during the workday.

  • Not applicable if collective bargaining or other written employer-employee agreement provides otherwise.
  • Maryland 15 minute break for 4-6 consecutive hours or a 30 minute break for more than 6 consecutive hours.
  • If an employee works 8 or more consecutive hours, the employer must provide a 30-minute break and an additional 15 minute break for every additional 4 consecutive hours worked.

Statute Applies to retail establishments. To clarify, a retail establishment is an employer whose primary purpose is to sell goods to a consumer with the consumer present in the retail establishment at the time of sale, and does not include restaurant or wholesalers.

  • This law applies only to employers who are engaged in a retail business (or who own retail establishment franchises with the same trade name) with 50 or more retail employees for each working day in each of 20 or more calendar weeks in the current or preceding calendar year.
  • Employees who work in certain retail establishments are entitled to a non-working shift break depending upon the number of hours worked.

Massachusetts Workers have a right to at least a 30-minute meal break or each 6 hours worked in a calendar day. During their meal break, workers must be free of all duties and free to leave the workplace. Statute Excludes iron works, glass works, paper mills, letter press establishments, print works, and bleaching or dyeing works.

The Attorney General may grant exemption to a factory or workshop or mechanical establishment, if in discretion of the Attorney General it is necessary by reason of continuous process or special circumstance, including collective bargaining agreement. Minnesota Sufficient unpaid time for employees who work 8 consecutive hours or more.

Rest periods of less than 20 minutes may not be deducted from total hours worked. Statute May exclude certain employees exempt from the Minnesota Fair Labor Standards Act. Meal period requirement does not prohibit different provisions under collective bargaining agreement.

Nebraska ½ hour, off premises, for lunch in each 8-hour shift. Statute Applicable to assembly plant, workshop, or mechanical establishment, unless employee is covered by a valid collective bargaining agreement or other written agreement between an employer and employee. Nevada ½ hour, if work is for 8 continuous hours.

Statute Applicable to employers of two or more employees. Excludes employees covered by collective bargaining agreement Labor Commissioner may grant exemption on employer evidence of business necessity. New Hampshire ½ hour, after 5 consecutive hours, unless feasible for employee to eat while working and is permitted to do so by employer.

  1. Statute Applicable to any employer.
  2. New York 1 hour noon-day period Statute Factories Labor Commissioner may give written permission for shorter meal period under each standard.
  3. 30 minute noonday period for employees who work shifts of more than 6 hours that extend over the noon day meal period.
  4. Statute All other establishments and occupations covered by the Labor Law.

An additional 20 minutes between 5 p.m. and 7 p.m. for those employed on a shift starting before 11 a.m. and continuing after 7 p.m. Statute All industries and occupations. 1 hour in factories, 45 minutes in other establishments, midway in shift, for those employed more than a 6-hour period starting between 1 p.m.

And 6 a.m. Statue See basic standard North Dakota ½ hour, if desired, on each shift exceeding 5 hours. Administratively issued Minimum Wage and Work Conditions Order. Applicable when two or more employees are on duty. Collective bargaining agreement takes precedence over meal period requirement. Employees who are completely relieved of their duties do not have to be paid.

Oregon ½ hour, with relief from all duty, for each work period of 6 to 8 hours, between 2nd and 5th hour for work period of 7 hours or less and between 3rd and 6th hour for work period over 7 hours; or, less than ½ hour but not less than 20 minutes, with pay, with relief from all duty, where employer can show that such a paid meal period is industry practice or custom; or, where employer can show that nature of work prevents relief from all duty, an eating period with pay while on duty for each period of 6 to 8 hours.

Administrative Applicable to every employer, except employees covered by collective bargaining agreement. In absence of regularly scheduled meal periods, it is sufficient compliance when employer can show that the employee has, in fact, received the time specified (permitted only where employer can show that ordinary nature of the work prevents employer from establishing and maintaining a regularly scheduled meal period).

Rhode Island All employees are entitled to a 20 minute mealtime within a six hour work shift, and a 30 minute mealtime within an eight hour work shift. Statute Uniform application to all employees except to an employer of a licensed health care facility or an employer who employs less than three people on any shift at the worksite.

Tennessee ½ hour for employees scheduled to work 6 consecutive hours or more. The meal break shall not be scheduled during or before the first hour of scheduled work activity. Statute Applicable to every employer, except in workplace environments that by their nature of business provide ample opportunity to take an appropriate meal break.

An employer may waive the right to a thirty-minute unpaid meal break pursuant to the voluntary written request of an employee who is principally employed in the service of food or beverages to customers and who, in the course of such employment, receives tips and reports the tips to the employer.

  • Vermont Employees are to be given “reasonable opportunities” during work periods to eat and use toilet facilities in order to protect the health and hygiene of the employee. 21V.S.A.
  • Section 304 Universal application Washington ½ hour, if work period is more than 5 consecutive hours, to be given not less than 2 hours nor more than 5 hours from beginning of shift.
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Counted as worktime if employee is required to remain on duty on premises or at a prescribed worksite. Additional ½ hour, before or during overtime, for employees working 3 or more hours beyond regular workday. Administrative regulation Excludes newspaper vendor or carrier, domestic or casual labor around private residence, sheltered workshop, and agricultural labor.2 Rules for construction trade employees may be superseded by a collective bargaining agreement covering such employees if the terms of the agreement specifically require meal periods and prescribe requirements concerning them.

Director of Labor and Industries may grant variance for good cause, upon employer application. West Virginia 20 minutes for employees who work 6 hours or more in a workday. Statute Applicable to every employer. Meal period is required where employees are not afforded necessary breaks and/or permitted to eat lunch while working.

Guam ½ hour, after 5 hours, except when workday will be completed in 6 hours or less and there is mutual employer/employee consent to waive meal period. Not considered time worked unless nature of work prevents relief from duty. Statute Excludes agriculture where fewer than 10 are employed, domestic employment, and fishing industry, among others.

Puerto Rico 1 hour, if work period is longer than 5 consecutive hours, to begin after end of 2nd but before beginning of 6th consecutive hour worked, except when workday will be completed in 6 hours or less, meal period may be waived. An employer may not employ an employee for a work period of more than 10 hours per day without providing the employee with a second meal period, except that if the total hours worked is no more than 12 hours, the second meal period may be waived if the first meal period was not waived.

Time and a half pay required for work during meal hour or fraction thereof, except any employee entitled to a higher rate prior to 1/26/17 may continue to receive that higher rate. Statute Excludes, among others, administrators, executives, professionals, travel agents, labor union officials or organizers, certain drivers, domestic service employees, public sector employment, and certain employees covered by collective bargaining agreements.
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Is 32 hours full-time in Texas?

Texas and federal laws leave it up to an employer to define what constitutes full-time and part-time status within a company and to determine the specific schedule of hours. Most companies define full-time employees as those who are regularly scheduled for a set number of hours each week (40, 37.5, 45, or similar amount), and part-time status is for anyone who is regularly scheduled to work less than that amount of time each week.

A common reason for differentiating between part-time and full-time employees is to distinguish the set of employees who receive company benefits from those who are not eligible for such benefits, or to supply a way of distinguishing between two sets of benefits for two classes of employees. It is legal to have one set of benefits, or none at all, for part-time employees, and another set of benefits for full-time employees, as long as there is equal employment opportunity within the company.

Certain benefits have specific rules, however:

Pension or retirement benefits – if a company offers such benefits, the federal law known as ERISA provides that an employee who works at least 1,000 hours in a twelve-month period must be given the chance to elect participation in the pension or retirement plan (this is known informally as the “thousand-hour rule” – see 29 U.S.C. § 1052 ) Health insurance benefits – if an employer has a health insurance plan, an “eligible employee” is anyone who usually works at least 30 hours per week. The 30-hour rule is worded so that the focus is on what the employee’s usual work schedule is. Here is the exact language from the statute governing that issue (Insurance Code § 1501.002(3) at http://www.statutes.legis.state.tx.us/Docs/IN/htm/IN.1501.htm#1501.002 ): “‘Eligible employee’ means an employee who works on a full-time basis and who usually works at least 30 hours a week. The term includes a sole proprietor, a partner, and an independent contractor, if the individual is included as an employee under a health benefit plan of a small or large employer. The term does not include an employee who: (A) works on a part-time, temporary, seasonal, or substitute basis;,,” Similar language is found in the federal statute for the Affordable Care Act.

Having part-time/full-time definitions that are insufficiently specific can lead to a problem of interpretation, if the workplace gets busy for more than a week or two at a time, and employees who are hired as part-timers have to work 40 or more hours several weeks in a row.

Such employees might begin to think of themselves as full-time employees and expect full-time benefits. For that reason, some employers write the definitions in a manner similar to this: “Full-time employees are those who are regularly assigned to work at least 40 hours each week. Part-time employees are those who are regularly assigned to work less than full-time.

While part-time employees may occasionally work 40 or more hours in a particular workweek, or in a series of workweeks, that by itself will not change their regular schedule. However, the company reserves the right to change the regular schedules of employees at any time.
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What is the earliest time you can start working?

The Fair Labor Standards Act (FLSA) sets wage, hours worked, and safety requirements for minors (individuals under age 18) working in jobs covered by the statute, The rules vary depending upon the particular age of the minor and the particular job involved.

  1. As a general rule, the FLSA sets 14 years old as the minimum age for employment, and limits the number of hours worked by minors under the age of 16.
  2. Also, the FLSA generally prohibits the employment of a minor in work declared hazardous by the Secretary of Labor (for example, work involving excavation, driving, and the operation of many types of power-driven equipment).

The FLSA contains a number of requirements that apply only to particular types of jobs (for example, agricultural work or the operation of motor vehicles ) and many exceptions to the general rules (for example, work by a minor for his or her parents ).

Each state also has its own laws relating to employment, including the employment of minors. If state law and the FLSA overlap, the law which is more protective of the minor will apply. Posting requirements : Nonagricultural employers must also post the Labor Department-issued Minimum Wage Poster listing minimum age requirements in a prominent place at the worksite.

The following links will help in determining whether a particular job is covered by the FLSA, whether any special conditions apply, and obtaining additional information, including state law, relating to the employment of minors. Child labor laws vary from state to state.
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Is it illegal to work 9 days straight in Texas?

Federal Law – Under the Federal Labor Standards Act, private employers, federal and state governments, and public agencies are required to adhere to regulations regarding minimum pay, hours worked, and youth employment guidelines. The act stipulates that employers cannot require their employees who are 15 or younger to work more than a limited number of hours during the school year.
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How much is McDonald’s paying in Texas?

Average McDonald’s Crew Member hourly pay in Texas is approximately $10.42, which is 20% below the national average.
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What is a livable salary in Texas?

With that in mind, a good salary in Texas is between $55K and $73K. To live comfortably anywhere, it helps to track your spending and saving with SoFi Insights.
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What is a good hourly wage in Texas?

$13.11 is the 25th percentile. Wages below this are outliers. $26.43 is the 75th percentile. Wages above this are outliers.
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How do I get a work permit at 17 in Texas?

Child Actors Under Age 14 – Application for Child Actor/Performer Authorization – Prior to employment, every child actor under age 14 (except those working as extras; see below) must have an authorization of employment from the TWC. To apply:

  1. fill out the application form available from the TWC’s Labor Law Section (in Texas, call 800-832-9243; outside Texas, call 512-475-2670);
  2. attach a recent, 1½ inch x 1½ inch photo of the child;
  3. include proof of age, such as a copy of the child’s birth certificate; and
  4. have the application signed by the child’s parent or legal guardian.

The TWC may then issue its authorization for employment in the form of an ID card. The card is valid until the child’s 14th birthday, unless the TWC designates an earlier expiration date. Application for Child Actor/Performer Authorization,
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What is the minimum wage for a minor in Texas?

3. What is Texas under 18 minimum wage? – Under Texas under 18 minimum wage act, all employers in Texas are entitled to pay 18-year-old and minors the youth minimum wage of $4.25 per hour for the first 90 days of their employment.
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How long can a 9 year old stay home alone in Texas?

Answer: Texas law doesn’t say what age is old enough for a child to stay at home alone. However, adequate supervision is critical to keeping kids safe. An adult caregiver is accountable for the child’s care and inadequate supervision can be a type of neglect (neglectful supervision).
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What is considered full time in Texas?

Texas and federal laws leave it up to an employer to define what constitutes full-time and part-time status within a company and to determine the specific schedule of hours. Most companies define full-time employees as those who are regularly scheduled for a set number of hours each week (40, 37.5, 45, or similar amount), and part-time status is for anyone who is regularly scheduled to work less than that amount of time each week.

  • A common reason for differentiating between part-time and full-time employees is to distinguish the set of employees who receive company benefits from those who are not eligible for such benefits, or to supply a way of distinguishing between two sets of benefits for two classes of employees.
  • It is legal to have one set of benefits, or none at all, for part-time employees, and another set of benefits for full-time employees, as long as there is equal employment opportunity within the company.

Certain benefits have specific rules, however:

Pension or retirement benefits – if a company offers such benefits, the federal law known as ERISA provides that an employee who works at least 1,000 hours in a twelve-month period must be given the chance to elect participation in the pension or retirement plan (this is known informally as the “thousand-hour rule” – see 29 U.S.C. § 1052 ) Health insurance benefits – if an employer has a health insurance plan, an “eligible employee” is anyone who usually works at least 30 hours per week. The 30-hour rule is worded so that the focus is on what the employee’s usual work schedule is. Here is the exact language from the statute governing that issue (Insurance Code § 1501.002(3) at http://www.statutes.legis.state.tx.us/Docs/IN/htm/IN.1501.htm#1501.002 ): “‘Eligible employee’ means an employee who works on a full-time basis and who usually works at least 30 hours a week. The term includes a sole proprietor, a partner, and an independent contractor, if the individual is included as an employee under a health benefit plan of a small or large employer. The term does not include an employee who: (A) works on a part-time, temporary, seasonal, or substitute basis;,,” Similar language is found in the federal statute for the Affordable Care Act.

Having part-time/full-time definitions that are insufficiently specific can lead to a problem of interpretation, if the workplace gets busy for more than a week or two at a time, and employees who are hired as part-timers have to work 40 or more hours several weeks in a row.

  1. Such employees might begin to think of themselves as full-time employees and expect full-time benefits.
  2. For that reason, some employers write the definitions in a manner similar to this: “Full-time employees are those who are regularly assigned to work at least 40 hours each week.
  3. Part-time employees are those who are regularly assigned to work less than full-time.

While part-time employees may occasionally work 40 or more hours in a particular workweek, or in a series of workweeks, that by itself will not change their regular schedule. However, the company reserves the right to change the regular schedules of employees at any time.
View complete answer